As a member of the P+C Technology team, the HRIS Analyst III is an experienced HR systems professional responsible for supporting, maintaining, and optimizing Workday HCM. This role serves as a subject matter expert for Workday configuration, troubleshooting, and system administration, partnering closely with P+C Operations and other stakeholders to deliver reliable, scalable system solutions and ensure strong data integrity, governance, and an exceptional user experience.

The HRIS Analyst III manages complex configuration requests, resolves escalated system issues, supports key cyclical P+C processes, and contributes to system enhancements, testing, and project implementation. Operating with autonomy within established governance frameworks, this role ensures Workday functionality aligns with business needs while maintaining compliance and supporting global scalability.

ESSENTIAL JOB FUNCTIONS AND RESPONSIBILITIES:

• Workday System Administration & Configuration
  • Perform advanced configuration in Workday HCM across one or more functional areas (e.g., Core HCM, Compensation, Talent, Absence).
  • Troubleshoot complex system issues, identify root causes, and deliver timely resolutions.
  • Support Workday releases, including testing, impact analysis, change documentation, and stakeholder communication.
  • Execute advanced data loads (EIBs), mass updates, and data validation activities.
• Operational Support & Case Management
  • Serve as Tier 3 escalation point for configuration questions, system errors, and employee or manager self‑service issues.
  • Partner with P+C Operations to clarify requirements, interpret system behaviors, and support end‑to‑end issue resolution.
  • Support key P+C operational cycles, such as performance reviews, annual compensation, and audit cycles.
• Project & Enhancement Support
  • Participate in Workday enhancement initiatives and cross‑functional P+C technology projects, gathering requirements and translating them into system solutions.
  • Support project testing, documentation, stakeholder training, and launch activities.
  • Contribute to continuous improvement efforts by identifying opportunities for process simplification and automation within Workday and connected systems.
• Cross‑Functional Partnership
  • Collaborate with P+C COEs, P+C Operations, Payroll, Finance, and IT to ensure Workday supports business objectives and compliance requirements.
  • Provide subject matter expertise on Workday capabilities, system impacts, and downstream effects of proposed changes.
  • Partner with third‑party vendors to resolve escalated issues and maintain smooth integrations and service delivery.
• Knowledge Management & Training
  • Maintain and update SOPs, knowledge base articles, and user guides to support P+C, managers, and employees.
  • Provide training and support to P+C team members and end users on new system features, enhancements, and best practices.
  • Support onboarding of new HR Technology team members by providing structured knowledge transfer.

REQUIRED KNOWLEDGE, SKILLS, ABILITIES, EXPERIENCE AND TRAINING:

• HR Technology & Functional Expertise
  • Strong functional knowledge of Workday HCM and related modules.
  • Experience in supporting HR processes such as compensation, talent management, recruiting, onboarding/offboarding, and organizational management.
  • Understanding of HR compliance, data privacy, and audit requirements.
• Project & Operational Excellence
  • Experience supporting system enhancements, testing cycles, and cross functional projects.
  • Strong documentation habits and commitment to process consistency.
  • Continuous improvement mindset with ability to identify risks, inefficiencies, and opportunities for automation.
• Cross Functional & Communication Skills
  • Clear, concise communication style with ability to translate technical concepts to nontechnical audiences.
  • Strong relationship building abilities across P+C, IT, and business teams.
  • Ability to manage sensitive information with a high degree of integrity and confidentiality.
• Behavioral Competencies
  • Adaptable, proactive, and comfortable operating in a fast-paced environment.
  • Ownership mindset with strong follow through and accountability for outcomes.

• Minimum of 5–8 years of progressive experience in HRIS or HR Technology roles, preferably in a Workday environment.
• Demonstrated experience in HR systems administration, configuration, and reporting.
• Proficiency in Microsoft Office applications; strong Excel skills required.

PREFERRED KNOWLEDGE, SKILLS, ABILITIES, EDUCATION AND TRAINING:

• Bachelor’s Degree in Human Resources, Information Systems, Business Administration, or related field required.
• Workday Pro or equivalent Workday certifications preferred.

SUPERVISORY RESPONSIBILITIES:

• None. This role influences outcomes through subject matter expertise, strong partnerships, and operational leadership.

Other Qualifications
The Winning Way behaviors that all Vertex employees need in order to meet the expectations of each other, our customers, and our partners.

• Communicate with Clarity - Be clear, concise and actionable. Be relentlessly constructive. Seek and provide meaningful feedback.

• Act with Urgency - Adopt an agile mentality - frequent iterations, improved speed, resilience. 80/20 rule – better is the enemy of done. Don’t spend hours when minutes are enough.

• Work with Purpose - Exhibit a “We Can” mindset. Results outweigh effort. Everyone understands how their role contributes. Set aside personal objectives for team results.

• Drive to Decision - Cut the swirl with defined deadlines and decision points. Be clear on individual accountability and decision authority. Guided by a commitment to and accountability for customer outcomes.

• Own the Outcome - Defined milestones, commitments and intended results. Assess your work in context, if you’re unsure, ask. Demonstrate unwavering support for decisions.

COMMENTS:

The above statements are intended to describe the general nature and level of work being performed by individuals in this position. Other functions may be assigned, and management retains the right to add or change the duties at any time.

Base pay offered to new hires may vary based upon factors including relevant industry and job-related skills and experience, geographic location, and business needs. The range displayed does not encompass the full potential of the role, which allows for further growth and career progression.

In addition, as a part of our total compensation package, this role may be eligible for the Vertex Bonus Plan (VOB), a role-specific sales commission/bonus, and/or equity grants.

Learn more about Life at Vertex and connect with your recruiter for more details regarding Vertex's compensation and benefit programs.

In no case will your pay fall below applicable local minimum wage requirements.